Neurodiversity in the workplace

Talent scarcity is changing the way businesses hire new employees. Widening your search and being open to hiring people who think differently is incredibly beneficial to businesses of all sizes. As part of our continuing diversity & inclusion (D&I) journey, we are learning more about the world of neurodiversity in the workplace.

Neurodivergent people have many skills that other people don’t. Retaining information, logical thinking and uncommon focus are just a few of the ways in which people think differently. With just a few tweaks to your current workplace, you can utilise this pool of untapped potential. It has been shown that companies with strong D&I policies enjoy better staff retention, more innovation, productivity and profit.

Below are some key takeaways from our recent whitepaper report on navigating neurodiversity. For a more in-depth understanding you can read the full whitepaper here: Navigating Neurodiversity.

How to Find Neurodivergent Talent

Write inclusive job descriptions

Take the time to define the exact needs of the role, don’t assume because you have an old job description.
Separate ‘must haves’ from ‘nice to haves.’
Only use phrases like ‘excellent communication skills’ or ‘attention to detail’ if they are truly core to the role.
Include a neurodiversity positive statement. Be explicit that you are happy to discuss reasonable adjustments.
Be clear and concise, avoid jargon.

Ensure fair selection

Cast your nets wide, don’t just keep going over the same candidate source.
Acknowledge internal biases. Make sure your processes are designed to find the right people and not just the people you are comfortable with.
Don’t penalise the past – avoid discounting people with breaks in their educational or work histories.
Beware of automated systems – these can automatically exclude potentially high performing neurodivergent candidates who don’t fit the mould.